AdvanceVT, Miscellaneous

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    Faculty Work-Life Survey 2005
    Virginia Tech. Center for Survey Research (Virginia Tech, 2005-11-04)
    Virginia Tech is committed to maintaining a work environment in which all faculty members can succeed. In order to assist the university in achieving this goal, it is important to receive input from all faculty members at the university. This survey takes about 15 minutes to complete. You may leave any item on the survey unanswered if you choose, including those that you feel do not apply to you. Your responses will be kept strictly confidential and will never be disaggregated in a way that would reveal your identity. Thank you for your help.
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    AdvanceVT Site Visit Schedule – June 8-9, 2006
    Ruskus, Joan (Virginia Tech, 2006-06-08)
    Itinerary and agenda for the National Science Foundation's visit to Virginia Tech from June 8-9, 2006.
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    Transforming the Professoriate: Preparing Women for Careers in Science & Engineering
    Virginia Tech (Virginia Tech, 2006-07)
    Schedule for 2006's Transforming the Professoriate: Preparing Women for Careers in Science & Engineering Conference.
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    2008 Faculty Work-Life Survey
    Virginia Tech. Center for Survey Research (Virginia Tech, 2008-09-22)
    This survey is being administered in order to help improve the climate for faculty members at Virginia Tech. Aggregate data from the survey will be shared with deans, department heads, and others in order to promote discussion about strategies to help improve the work-life of faculty members. This survey is entirely voluntary. You may leave any item or all items on the survey unanswered if you choose. Your responses will be kept strictly confidential and will never be disaggregated in a way that would reveal your identity. Thank you for your help.
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    Work-Life Resources for Faculty
    Layne, Margaret E. (Virginia Tech, 2013-05-30)
    Work-life balance means something different for each faculty member, but the overarching goal is to create a welcoming and supportive environment for all faculty members so they can succeed and are not required to make unacceptable choices between family and career. Retention of a talented faculty workforce is not just a matter of good start-up packages and opportunities for professional development, but also programs and policies that allow faculty members the flexibility to manage family and personal needs throughout their careers.
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    Unconscious Bias and Assumptions in Hiring, Promotion, and Tenure
    AdvanceVT (Virginia Tech, 2015-05-01)
    Even when we are committed to promoting diversity in the workplace, research indicates that we bring our personal experiences and cultural histories into the hiring and employment process. How is it that women are now nearly half of all doctoral recipients, but only 37% of the faculty at research intensive institutions in 2011, and 29% of tenured and tenure-track faculty at Virginia Tech in 2014? How is it that the progress in hiring ethnic minority faculty has been so slow and difficult, and gains are so quickly eroded when retention fails? The reasons are subtle and often not visible to those in the majority culture. Unrecognized biases and assumptions play a powerful role in maintaining the status quo.